THE BUSINESS CASE FOR PERSONALITY

Transcription

1 THE BUSINESS CASE FOR PERSONALITY CONTENTS i. WHAT IS PERSONALITY? ii. iii. iv. CASE STUDIES & ROI OF PERSONALITY TESTING RECENT ARTICLES OVERVIEW OF THE idisc

2 i. WHAT IS PERSONALITY? Personality is the often misunderstood term used to describe people s preferences and tendencies in interacting with the world around them. This stable set of behaviors defines each of us and remains unchanged in adulthood. Why Measure It? Personality changes less than 1% in adulthood. Measure personality accurately, and you have valuable information to last a lifetime. Self-awareness alone is a compelling predictor of success at work that accounts for one third of job performance. Awareness of your unique personality profile is essential. Social awareness is the key to working well with others. Personality profiling is a concise and profound method for understanding where your colleagues are coming from. Personality profiling is the most popular assessment method available today. Personality profiling is such an intuitive and accurate way to learn that millions test themselves annually to discover the source of their strengths. What Does It Look Like? You can t predict someone s intelligence (IQ) based on personality profile. Personality has no relationship to IQ. The same is true for personality and emotional intelligence (EQ). EQ skills are soft skills, which are flexible and can change TalentSmart, art, Inc.

3 What Are Personality Dimensions? For 2,000 years, the study of human behavior has pointed to four dimensions of personality in the individual. The varying presence of all four dimensions in each of us creates a unique personality profile. In the last century, standardization and rigor in psychological science provided names for, definitions, and accurate measurement of these dimensions. The four dimensions are: 3

4 What Are Personality Profiles? The relative presence of the four DISC dimensions of behavior in each person yields a personality profile. There are 14 different personality profiles possible; knowing yours, and that of your colleagues, provides a common language and understanding of how each person responds to other people, prefers to complete tasks, and manages time and energy. The Ally 5% of the population The Architect 13% of the population The Coach 9% of the population The Detective 9% of the population The Diplomat 9% of the population The Entrepreneur 7% of the population The Expert 6% of the population The Innovator 3% of the population The Mobilizer 3% of the population The Motivator 13% of the population The Opportunist 2% of the population The Researcher 4% of the population The Sponsor 16% of the population The Strategist 1% of the population 4

5 ii. CASE STUDIES & ROI OF PERSONALITY TESTING BUILDING A POWERFUL SALES FORCE Bristol-Myers Squibb conducted personality assessment and leadership development with groups of middle managers and measured a 25% increase in job performance for those who participated in the program. The program also taught managers to use personality profiling in their hiring, and participants experienced a one-third reduction in attrition for hires made after completing the program (Dowell, 2003). A Multinational Financial Services Firm administered a personality assessment with biodata to all sales representative candidates in a single year. Candidates who met the predetermined criteria sold an average of $6,657 more than those hired who were below this threshold. Continued use of the program generates a $4,000,000 annual sales increase (Craft, 2003). IMPROVING OPERATIONAL EFFICIENCY Coca-Cola sought to improve the performance of division leaders in the mid-1990 s by building their self-awareness with assessment, training, and coaching. The result? Division leaders who increased their self-awareness outperformed their targets by 15%. Those who didn t missed their targets by the same margin (McClelland, 1999). SELECTING TOP TALENT Seabrook Station Nuclear Facility in New Hampshire invests $200,000 in regulatory training for every manager selected as having high potential to become a senior reactor operator. By adding a personality profile to the selection process (which previously consisted of experience and behavioral interviews alone), the facility improved selection accuracy by 20%. The new process is so effective they ve broadened its application to all of the facility s hiring (Connolly, 2003). 5

6 THE TALENTSMART MILLENIUM PROJECT The impact of helping employees learn can be tough to measure. As the century turned, we decided to use the new advantage of the Internet to measure the impact of employee learning on a large scale. Here s what we did: We surveyed hundreds of thousands of employees worldwide to measure the degree to which their company invested in employee learning. In the study, learning was defined as: o Quality individual feedback. o Training to build new skills and awareness. o Opportunities for growth and career advancement within the company. More than 70% of employees completed the survey at each company. Companies were grouped based on score and tracked for three years to follow the impact of learning practices upon company performance. o o Learning-Centered companies were those that received the highest ratings. Learning-Challenged companies were those that received the lowest ratings. 6

7 iii. RECENT ARTICLES CUTTING TO THE CHASE: WHEN GETTING TO KNOW YOU ISN T ENOUGH Have you been to Starbucks lately? Walking through the doors, what do you see? Different personalities behind the counter filling the coffee shop with life, right? You might even wonder why the atmosphere isn t chaotic with such an assorted group. Instead, you see different people cooperating with one another with ease, maybe even appreciating working together. Most of the time, you can t even tell who s in charge because the store manager blends in with the staff. Is this a product of Starbucks culture or something else? It seems genuine and not fake. Something is going on here... You take a closer look behind the counter and realize the manager is strangely in tune with her staff. She switches her communication style for each team member, leaning comfortably into the different personalities rushing to finish a Venti Arabian Mocha Sanani before the customer loses patience waiting for his morning fix. To the energetic, outgoing team member, the manager whispers, Go get em in response to a confused new customer stumbling through the door. With another team member with good ideas, she finds the time to take him aside and ask, What blend do you think we should promote next week? and confidently listens to his pitch. The manager understands that her team members personalities are diverse, and she plays into each unique tendency like a master conductor orchestrating a symphony of instruments. DISC is the #1 personality assessment method in the world, with a 70-year history of helping people to discover the source of their strengths. DISC is unique because it measures personality along four core dimensions (Dominant, Interpersonal, Steady and Conscientious) and then combines the user s score in these dimensions to provide a single label from one of 14 personality profiles, such as Ally, Coach, Detective, Innovator, or Entrepreneur. Teams worldwide use the idisc to capture employees strengths and help them understand their coworkers tendencies accurately and quickly. Sometimes the natural process of getting to know each other isn t enough; a workforce facing the pressure of high turnover and diverse assignments benefits from the ability to cut to the chase in helping employees understand each other. 7

8 When taking the idisc upon hire, employees answer a quick, 28 questions online and their personality profiles are provided at the click of a button. Each employee s profile is stored online for the duration of employment, included in an e-learning program that teaches the ins and outs of the employee s personality profile as well as the profiles of coworkers. The e-learning features clips from Hollywood movies and television to bring the various personality profiles to life, as well as the ability to track personal development goals and share your profile with others. Suppose you re the manager of a Starbucks store with a team of 12. As you look over your team s idisc profiles, you realize that Jason, the Motivator, loves to mingle with customers for a reason. He likes to use his people skills and goes out of his way to help others. On the other hand, Sara, the Innovator, tends to spend her time planning the next drink promotion. And you aren t surprised to see you have the Coach profile. As a Coach, you re often busy on the floor helping your staff grow. It s your natural tendency to harness the potential in others. Understanding these tendencies gives you a big-picture perspective of who you are, why you do what you do, and what is going to maintain your team s motivation in the future. Good thing your team has the idisc online personality test with e-learning to understand each other. Without it, you don t know what you re missing! ABOUT THE AUTHOR: LAC D. SU, M.S. Lac is the Director of Strategic Alliances for TalentSmart, a leading provider of assessments and training tools. Lac oversees the research and thinking that go into the pieces put forth in the biweekly TalentSmart newsletter. He forms relationships with key TalentSmart resellers and oversees large-scale organizational change initiatives. Lac s idisc Personality Profile is Diplomat; this doesn t surprise those who get the chance to work with him. His warmth, keen eye, and focus on reciprocity bring good things to business. Lac holds a bachelor s degree in psychology from the University of California at Irvine, a master s degree in industrial-organizational psychology from the California School of Professional Psychology (CSPP), and is conducting his dissertation research for a Ph.D. degree in industrialorganizational psychology from the same institution. 8

9 idisc, Therefore I Am The idisc comes from our understanding that a personality assessment is the perfect companion to a leadership development initiative. We often ask, How can anyone greatly improve her leadership skills without fully understanding herself first? Decades of research show that soft skills (EQ) are distinct from both intellect (IQ) and the stable style each of us has for interacting with the world around us (personality). An assessment of emotional intelligence and personality in tandem provides a well-rounded view of a person s skills and their inherent traits. The DISC is unique in that it measures personality along four core dimensions (Dominant, Interpersonal, Steady, and Conscientious) and then combines the user s score in these dimensions to provide a single label from one of 14 personality profiles. Each of the 14 idisc profiles is intuitive and conjures up a vivid picture in the user s mind of he and his coworkers tendencies in different situations. We use profile names like Detective, Innovator, and Coach to create positive associations between the person and the inherent strengths of her profile. When an individual takes the idisc with a group or team, as so often occurs with DISC initiatives, he ll discover the profiles of his coworkers as well. The process is more than an assessment: it becomes a language for the group to communicate in. Everyone will know what it means when someone says, No, I don t mind getting involved. I m a Diplomat. idisc can do wonders for intact work groups who encounter problems such as unresolved conflict, poor communication, and a lack of understanding. The idisc is intended to make the personality concept easy for people to wrap their heads around. The goal is to have people discover more about their style of interacting with others, and then use this understanding as they make real changes through the application of soft skills. Since soft skills are flexible and adaptive to change, we ve seen clients make great improvements in how they interact with others. 9

10 Some take the idisc online; others prefer to use the easy-to-score booklet. Both versions are filled with strategies to help you make the most of your profile and understand your coworkers. Booklet and online editions include numerous methods to assist with accountability and follow-through. One feature is Share My Profile, a perfect tool for groups that makes it easy to send a summary of your profile to a coworker at the click of a button. Knowing your profile is not enough; it s essential to share your perspective with others. Print and online editions also include 10 hours of filmbased e-learning activities that bring the 14 profiles to life. Hollywood movies, television, and historical events ensure your experience of the DISC model is real, relevant, and powerful. Learn from scenes with some of your favorites from Hollywood, including Hugh Grant, David Hasselhoff, Nicole Kidman, John Travolta, and Michelle Pfeiffer. Be motivated by some of the most inspiring personalities in recent history, including John F. Kennedy and Ronald Reagan. As you move through each activity, a Virtual Coach provides insights and explanation. In addition, TalentSmart s Goal Tracking System lets users choose from a suggested list of goals based solely on their unique profile, or even write their own. The system sends follow-up reminders and allows users to share their goal(s) with a coworker, a boss, or an executive coach. A personality assessment should initiative a learning process. Our unique combination of assessment with e- learning ensures a dynamic learning experience. Assessments no longer just provide scores: they help you to make the most of who you are. 10

11 iv. OVERVIEW OF THE idisc Combines personality assessment with dynamic online learning to make the testing process enlightening. It s available online and as an easy-to-score booklet. FAST AND EASY TO USE The 28 questions take just 10 minutes to complete, and the booklet scores easily. e-learning comes with both versions and bring the various DISC profiles to life. e-learning features a Virtual Coach and clips from Hollywood movies, television, and historical events to provide relevant examples of personalities in action. VALID Scores are based on a normative sample with hundreds of thousands of responses on six continents, representing virtually every industry, job type, and job title. Reliabilities for the four components of the DISC model yield coefficient alphas from.76 to.80. Inter-scale correlations of the DISC model yield strong negative correlations between the appropriate dimensions, namely Dominant versus Steady and Interpersonal versus Conscientious. A GOOD VALUE The idisc is priced so everyone in your organization can learn their personality profiles: o The idisc as a self-scoring booklet with e-learning is $ o The idisc online is $ Quantity, education, government, and non-profit discounts are available. No certification is required to use TalentSmart assessments. ABOUT TALENTSMART The leading provider of assessments with dynamic, integrated e-learning, we provide cutting-edge, learnerfocused tools to assist your work. When you choose TalentSmart for your important project, you gain a customer-focused partner with best in class solutions. Who relies on TalentSmart? The American Management Association Uses our Emotional Intelligence Appraisal in their most popular program on leadership. This program is delivered to hundreds of business leaders a month at locations across the country. The Ken Blanchard Companies Uses our technology and assessment methodology in their Preferred Leader Assessment. This assessment was coauthored by Ken Blanchard (The One Minute Manager ), with TalentSmart s President and CEO. The Fortune 500 More than half of the Fortune 500 rely on TalentSmart products and services. CALL US AT SMART 11